Earn, Earn, Earn: Meeting the Growing Talent Needs of Small Businesses Through Inclusion
In my last book Earn, Earn, Earn: The 18 Inclusion Criteria You Need To Become A Confident Employer With A Disability ( Earn, earn, earn pound) I offer 18 tactics anyone can apply to become an inclusive and welcoming leader. As helpful as it may be, the hiring challenges that small businesses face immediately after Covid and beyond – are near crisis level. Saw the drive-thru closed due to staffing, division shutdowns and retail, well don’t get me started.
For all this talk about the crisis, the good news is that a solution exists; expand your talent pool. Seriously, start at the source by asking yourself: what is my mechanism for ‘getting the word out’, how to expand it to include as many qualified people as possible without spending a fortune, and what is the best way to integrate these various? hiring?
First some facts:
ü Win, Win, Win is a nod to the fact that there are 3 victories in inclusive business practices: the leader wins with a good employee, the team wins with an innovative voice added to the conversation and the disabled employee earns thanks to an employer willing to welcome them.
ü In 2019 The The Wall Street Journal reported on a study that looked at annual stock performance, over 5 years, for the 20 most diverse and 20 least diversified companies in America. Their findings: While the least diversified companies reported an annual stock return of 4.2% over 5 years, the most inclusive companies reported 10%. More than double in 5 years.
In other words, inclusion is good for everyone from top to bottom and bottom to top. This is why once adopted, it is time to act. Two immediate ways to start the process are to spread the word and integrate. You don’t have to be a multinational to have integration processes. Every business must show new staff how things are done and in doing so can guarantee.
Spread the word:
The reason for expanding the source of where you traditionally look for new team members (word of mouth, online announcements, window listing) is that you have a real opportunity to find the best person for the job. job. If the group you hire is only half of the job-seeking population, you only have a 50/50 chance of finding the right person for the job.
If you’re an inclusive employer, that means you’re willing to approach a job differently, dusting off the old job posting just won’t be enough. Your goal should be to tap into as much talent pool as possible and the way to do that is to spend more time now – accessing other avenues of getting the job – supporting a network at long term access to disabled job seekers who offer problem solving experience. Frankly; the world was not built for those of us who live with a disability, so creative problem solving comes naturally.
If you really want to achieve the balance of good person, good job you have to be prepared to see how it can be done from different angles. It’s as simple as that – good person good job is a philosophy that guides the best employers who want to identify – not just a great employee – but the person who will add to the culture of the workplace, regardless of the size of the company.
An employer who understands that successful inclusion begins long before the new hire is much more likely to retain not only that employee, but the team members as a whole.
Top talent systematically identifies diversity as a major “tipping point” in choosing which company to join. The brain economy is here and if you want to be successful at hiring and retaining the best, you need to build a foundation now! This means not only encouraging HR to include more diverse populations, but showing them how. I like to say: the fish stinks of the head – what it means is; even if you provide staff with the best toolkit (training and more), it will only work if adopted from top to bottom!
Inclusive integration is more than a slogan, it is a state of mind and if leaders are serious about staying ahead – instead of pursuing it – they will adopt or have already adopted a “state of mind. inclusive “.
Instead of fighting diversity, we should embrace it as the win-win that it truly is in today’s competitive market.
Written by Tova Sherman.
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